Often the timekeeping requirements for government contractors are a source of frustration for employees, but they are a necessary evil for all companies doing business with the U.S. Government. In this course we demystify the rules and requirements around timekeeping with an emphasis on explaining why timekeeping controls are not only necessary, but important for protection of both the employee and the company. This course addresses both critical controls around timekeeping, as well as the individual liability for employees charging time to U.S. Government contracts where their timesheet forms the basis of a claim as part of the invoicing process. At the completion of the course, attendees will have a greater understanding of required timekeeping controls and the employee’s role in ensuring compliance with U.S. Government contracts.

The Defense Contract Audit Agency (DCAA) utilizes labor floorcheck audits as part of their real-time testing of employee labor controls. The floorcheck process is often overwhelming for employees because interacting with government auditors is not a routine occurrence for personnel outside of a company’s accounting or compliance areas. This course provides an overview of the DCAA Labor Floorcheck process from an employee perspective and offers interactive scenarios covering the questions asked of employees by DCAA. 

Narration is provided by a former DCAA auditor and explains the “why?” behind the questions asked by auditors. This knowledge is invaluable to both the employee and the company to ensure that employees are informed and prepared for DCAA Labor Floorchecks.

Federal agencies and courts regularly emphasize the importance, and in some instances, the requirement that employers provide harassment prevention training to all employees on a routine basis so that they understand their rights and responsibilities in the workplace. Indeed, employers have a duty to exercise reasonable care to prevent and promptly correct any sexually (or other illegal) harassing behavior. Per Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Act, government contractors have additional obligations to ensure their workplace is free of discrimination and harassment and practice affirmative action as related to individuals with disabilities and protected veterans. This course provides an overview of equal employment opportunity law, “protected classes”, what “harassment” in the workplace actually means, additional responsibilities for supervisors, and how to facilitate a workplace free of discrimination, harassment, and retaliation.

Narration is provided by a licensed attorney with experience defending employers, including government contractors, from claims of discrimination and harassment.

Government contractors have specific obligations to promote an organizational culture that encourages ethical conduct and a commitment to compliance with the law. FAR 52.203-13 provides that all contractors must have a written code of business ethics and conduct, and ensure that all employees are aware of their ethical obligations and how to report any concerns they have based upon a reasonable belief that violations or wrongdoing has occurred. This course provides an overview of government contractors’ ethics requirements, including identification of personal and organizational conflicts of interest and protection for whistleblowers.

A licensed attorney provides narration with experience creating ethics awareness programs for government contractors and investigating potential ethical violations.

Many federal contractors and all federal grantees are required by law to establish and maintain a drug-free workplace policy and awareness program pursuant to the Drug-Free Workplace Act of 1988. Failure to comply may result in penalties up to and possibly including suspension or termination of contracts or grants. This course provides an overview of the requirements of the Drug-Free Workplace Act including personal reporting obligations and the organization’s obligation to make reports to the contracting agency. Furthermore, the course addresses possible red flags that indicate someone has a problem with drugs and/or alcohol so the organization can promptly address issues to avoid safety risks, maintain a healthy workplace, and maximize productivity.

Human trafficking is a multibillion-dollar criminal industry that uses force, fraud, or coercion to exploit vulnerable people with the intent of obtaining forced labor or services, including sex. The U.S. Government condemns these practices and requires those who do business with them to take action to prevent, report, and remedy human trafficking in federal contracts. FAR Subpart 22.17 requires that clause 52.222-50, Combating Trafficking in Persons, be incorporated in all solicitations and contracts, and requires contractors and subcontractors to notify employees and agents of the U.S. Government of their policies prohibiting trafficking in persons, as well as the actions that will be taken against them for violations of such policies. This course provides an overview of the anti-human trafficking requirements for federal government contractor employees to ensure compliance with the FAR.

The public law at 10 USC 4701 and 41 USC 4712 requires contractors with federal government contracts and grants to notify its employees, at least annually, of their protection under the law. Employees have the right to report suspected fraud, waste, or abuse impacting the government contracts and grants they work on for the government. The law also protects employees from inappropriate employment actions by the employer resulting from such a report. Contracting officers are expected to confirm the contractor has made the required notification and, in some cases, has also required supporting documentation. This course explains employee whistleblower rights and protections, outlines the laws and contract clauses implementing the law, and examines the specific parts of the law.

Often the timekeeping requirements for government contractors are a source of frustration for employees, but they are a necessary evil for all companies doing business with the U.S. Government. In this course we demystify the rules and requirements around timekeeping with an emphasis on explaining why timekeeping controls are not only necessary, but important for protection of both the employee and the company. This course addresses both critical controls around timekeeping, as well as the individual liability for employees charging time to U.S. Government contracts where their timesheet forms the basis of a claim as part of the invoicing process. At the completion of the course, attendees will have a greater understanding of required timekeeping controls and the employee’s role in ensuring compliance with U.S. Government contracts.

The Defense Contract Audit Agency (DCAA) utilizes labor floorcheck audits as part of their real-time testing of employee labor controls. The floorcheck process is often overwhelming for employees because interacting with government auditors is not a routine occurrence for personnel outside of a company’s accounting or compliance areas. This course provides an overview of the DCAA Labor Floorcheck process from an employee perspective and offers interactive scenarios covering the questions asked of employees by DCAA. 

Narration is provided by a former DCAA auditor and explains the “why?” behind the questions asked by auditors. This knowledge is invaluable to both the employee and the company to ensure that employees are informed and prepared for DCAA Labor Floorchecks.

Federal agencies and courts regularly emphasize the importance, and in some instances, the requirement that employers provide harassment prevention training to all employees on a routine basis so that they understand their rights and responsibilities in the workplace. Indeed, employers have a duty to exercise reasonable care to prevent and promptly correct any sexually (or other illegal) harassing behavior. Per Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Act, government contractors have additional obligations to ensure their workplace is free of discrimination and harassment and practice affirmative action as related to individuals with disabilities and protected veterans. This course provides an overview of equal employment opportunity law, “protected classes”, what “harassment” in the workplace actually means, additional responsibilities for supervisors, and how to facilitate a workplace free of discrimination, harassment, and retaliation.

Narration is provided by a licensed attorney with experience defending employers, including government contractors, from claims of discrimination and harassment.

Government contractors have specific obligations to promote an organizational culture that encourages ethical conduct and a commitment to compliance with the law. FAR 52.203-13 provides that all contractors must have a written code of business ethics and conduct, and ensure that all employees are aware of their ethical obligations and how to report any concerns they have based upon a reasonable belief that violations or wrongdoing has occurred. This course provides an overview of government contractors’ ethics requirements, including identification of personal and organizational conflicts of interest and protection for whistleblowers.

A licensed attorney provides narration with experience creating ethics awareness programs for government contractors and investigating potential ethical violations.

Many federal contractors and all federal grantees are required by law to establish and maintain a drug-free workplace policy and awareness program pursuant to the Drug-Free Workplace Act of 1988. Failure to comply may result in penalties up to and possibly including suspension or termination of contracts or grants. This course provides an overview of the requirements of the Drug-Free Workplace Act including personal reporting obligations and the organization’s obligation to make reports to the contracting agency. Furthermore, the course addresses possible red flags that indicate someone has a problem with drugs and/or alcohol so the organization can promptly address issues to avoid safety risks, maintain a healthy workplace, and maximize productivity.

Human trafficking is a multibillion-dollar criminal industry that uses force, fraud, or coercion to exploit vulnerable people with the intent of obtaining forced labor or services, including sex. The U.S. Government condemns these practices and requires those who do business with them to take action to prevent, report, and remedy human trafficking in federal contracts. FAR Subpart 22.17 requires that clause 52.222-50, Combating Trafficking in Persons, be incorporated in all solicitations and contracts, and requires contractors and subcontractors to notify employees and agents of the U.S. Government of their policies prohibiting trafficking in persons, as well as the actions that will be taken against them for violations of such policies. This course provides an overview of the anti-human trafficking requirements for federal government contractor employees to ensure compliance with the FAR.

The public law at 10 USC 4701 and 41 USC 4712 requires contractors with federal government contracts and grants to notify its employees, at least annually, of their protection under the law. Employees have the right to report suspected fraud, waste, or abuse impacting the government contracts and grants they work on for the government. The law also protects employees from inappropriate employment actions by the employer resulting from such a report. Contracting officers are expected to confirm the contractor has made the required notification and, in some cases, has also required supporting documentation. This course explains employee whistleblower rights and protections, outlines the laws and contract clauses implementing the law, and examines the specific parts of the law.

Often the timekeeping requirements for government contractors are a source of frustration for employees, but they are a necessary evil for all companies doing business with the U.S. Government. In this course we demystify the rules and requirements around timekeeping with an emphasis on explaining why timekeeping controls are not only necessary, but important for protection of both the employee and the company. This course addresses both critical controls around timekeeping, as well as the individual liability for employees charging time to U.S. Government contracts where their timesheet forms the basis of a claim as part of the invoicing process. At the completion of the course, attendees will have a greater understanding of required timekeeping controls and the employee’s role in ensuring compliance with U.S. Government contracts.

The Defense Contract Audit Agency (DCAA) utilizes labor floorcheck audits as part of their real-time testing of employee labor controls. The floorcheck process is often overwhelming for employees because interacting with government auditors is not a routine occurrence for personnel outside of a company’s accounting or compliance areas. This course provides an overview of the DCAA Labor Floorcheck process from an employee perspective and offers interactive scenarios covering the questions asked of employees by DCAA. 

Narration is provided by a former DCAA auditor and explains the “why?” behind the questions asked by auditors. This knowledge is invaluable to both the employee and the company to ensure that employees are informed and prepared for DCAA Labor Floorchecks. 

Often the timekeeping requirements for government contractors are a source of frustration for employees, but they are a necessary evil for all companies doing business with the U.S. Government. In this course we demystify the rules and requirements around timekeeping with an emphasis on explaining why timekeeping controls are not only necessary, but important for protection of both the employee and the company. This course addresses both critical controls around timekeeping, as well as the individual liability for employees charging time to U.S. Government contracts where their timesheet forms the basis of a claim as part of the invoicing process. At the completion of the course, attendees will have a greater understanding of required timekeeping controls and the employee’s role in ensuring compliance with U.S. Government contracts.

The Defense Contract Audit Agency (DCAA) utilizes labor floorcheck audits as part of their real-time testing of employee labor controls. The floorcheck process is often overwhelming for employees because interacting with government auditors is not a routine occurrence for personnel outside of a company’s accounting or compliance areas. This course provides an overview of the DCAA Labor Floorcheck process from an employee perspective and offers interactive scenarios covering the questions asked of employees by DCAA. 

Narration is provided by a former DCAA auditor and explains the “why?” behind the questions asked by auditors. This knowledge is invaluable to both the employee and the company to ensure that employees are informed and prepared for DCAA Labor Floorchecks.

Federal agencies and courts regularly emphasize the importance, and in some instances, the requirement that employers provide harassment prevention training to all employees on a routine basis so that they understand their rights and responsibilities in the workplace. Indeed, employers have a duty to exercise reasonable care to prevent and promptly correct any sexually (or other illegal) harassing behavior. Per Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Act, government contractors have additional obligations to ensure their workplace is free of discrimination and harassment and practice affirmative action as related to individuals with disabilities and protected veterans. This course provides an overview of equal employment opportunity law, “protected classes”, what “harassment” in the workplace actually means, additional responsibilities for supervisors, and how to facilitate a workplace free of discrimination, harassment, and retaliation.

Narration is provided by a licensed attorney with experience defending employers, including government contractors, from claims of discrimination and harassment.

Government contractors have specific obligations to promote an organizational culture that encourages ethical conduct and a commitment to compliance with the law. FAR 52.203-13 provides that all contractors must have a written code of business ethics and conduct, and ensure that all employees are aware of their ethical obligations and how to report any concerns they have based upon a reasonable belief that violations or wrongdoing has occurred. This course provides an overview of government contractors’ ethics requirements, including identification of personal and organizational conflicts of interest and protection for whistleblowers. 

A licensed attorney provides narration with experience creating ethics awareness programs for government contractors and investigating potential ethical violations.

Many federal contractors and all federal grantees are required by law to establish and maintain a drug-free workplace policy and awareness program pursuant to the Drug-Free Workplace Act of 1988. Failure to comply may result in penalties up to and possibly including suspension or termination of contracts or grants. This course provides an overview of the requirements of the Drug-Free Workplace Act including personal reporting obligations and the organization’s obligation to make reports to the contracting agency. Furthermore, the course addresses possible red flags that indicate someone has a problem with drugs and/or alcohol so the organization can promptly address issues to avoid safety risks, maintain a healthy workplace, and maximize productivity.

The public law at 10 USC 4701 and 41 USC 4712 requires contractors with federal government contracts and grants to notify its employees, at least annually, of their protection under the law. Employees have the right to report suspected fraud, waste, or abuse impacting the government contracts and grants they work on for the government. The law also protects employees from inappropriate employment actions by the employer resulting from such a report. Contracting officers are expected to confirm the contractor has made the required notification and, in some cases, has also required supporting documentation. This course explains employee whistleblower rights and protections, outlines the laws and contract clauses implementing the law, and examines the specific parts of the law.

Often the timekeeping requirements for government contractors are a source of frustration for employees, but they are a necessary evil for all companies doing business with the U.S. Government. In this course we demystify the rules and requirements around timekeeping with an emphasis on explaining why timekeeping controls are not only necessary, but important for protection of both the employee and the company. This course addresses both critical controls around timekeeping, as well as the individual liability for employees charging time to U.S. Government contracts where their timesheet forms the basis of a claim as part of the invoicing process. At the completion of the course, attendees will have a greater understanding of required timekeeping controls and the employee’s role in ensuring compliance with U.S. Government contracts.

The Defense Contract Audit Agency (DCAA) utilizes labor floorcheck audits as part of their real-time testing of employee labor controls. The floorcheck process is often overwhelming for employees because interacting with government auditors is not a routine occurrence for personnel outside of a company’s accounting or compliance areas. This course provides an overview of the DCAA Labor Floorcheck process from an employee perspective and offers interactive scenarios covering the questions asked of employees by DCAA. 

Narration is provided by a former DCAA auditor and explains the “why?” behind the questions asked by auditors. This knowledge is invaluable to both the employee and the company to ensure that employees are informed and prepared for DCAA Labor Floorchecks.

Federal agencies and courts regularly emphasize the importance, and in some instances, the requirement that employers provide harassment prevention training to all employees on a routine basis so that they understand their rights and responsibilities in the workplace. Indeed, employers have a duty to exercise reasonable care to prevent and promptly correct any sexually (or other illegal) harassing behavior. Per Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Act, government contractors have additional obligations to ensure their workplace is free of discrimination and harassment and practice affirmative action as related to individuals with disabilities and protected veterans. This course provides an overview of equal employment opportunity law, “protected classes”, what “harassment” in the workplace actually means, additional responsibilities for supervisors, and how to facilitate a workplace free of discrimination, harassment, and retaliation.

Narration is provided by a licensed attorney with experience defending employers, including government contractors, from claims of discrimination and harassment.

Government contractors have specific obligations to promote an organizational culture that encourages ethical conduct and a commitment to compliance with the law. FAR 52.203-13 provides that all contractors must have a written code of business ethics and conduct, and ensure that all employees are aware of their ethical obligations and how to report any concerns they have based upon a reasonable belief that violations or wrongdoing has occurred. This course provides an overview of government contractors’ ethics requirements, including identification of personal and organizational conflicts of interest and protection for whistleblowers.

A licensed attorney provides narration with experience creating ethics awareness programs for government contractors and investigating potential ethical violations.

Many federal contractors and all federal grantees are required by law to establish and maintain a drug-free workplace policy and awareness program pursuant to the Drug-Free Workplace Act of 1988. Failure to comply may result in penalties up to and possibly including suspension or termination of contracts or grants. This course provides an overview of the requirements of the Drug-Free Workplace Act including personal reporting obligations and the organization’s obligation to make reports to the contracting agency. Furthermore, the course addresses possible red flags that indicate someone has a problem with drugs and/or alcohol so the organization can promptly address issues to avoid safety risks, maintain a healthy workplace, and maximize productivity.

Human trafficking is a multibillion-dollar criminal industry that uses force, fraud, or coercion to exploit vulnerable people with the intent of obtaining forced labor or services, including sex. The U.S. Government condemns these practices and requires those who do business with them to take action to prevent, report, and remedy human trafficking in federal contracts. FAR Subpart 22.17 requires that clause 52.222-50, Combating Trafficking in Persons, be incorporated in all solicitations and contracts, and requires contractors and subcontractors to notify employees and agents of the U.S. Government of their policies prohibiting trafficking in persons, as well as the actions that will be taken against them for violations of such policies. This course provides an overview of the anti-human trafficking requirements for federal government contractor employees to ensure compliance with the FAR.

The public law at 10 USC 4701 and 41 USC 4712 requires contractors with federal government contracts and grants to notify its employees, at least annually, of their protection under the law. Employees have the right to report suspected fraud, waste, or abuse impacting the government contracts and grants they work on for the government. The law also protects employees from inappropriate employment actions by the employer resulting from such a report. Contracting officers are expected to confirm the contractor has made the required notification and, in some cases, has also required supporting documentation. This course explains employee whistleblower rights and protections, outlines the laws and contract clauses implementing the law, and examines the specific parts of the law.

Often the timekeeping requirements for government contractors are a source of frustration for employees, but they are a necessary evil for all companies doing business with the U.S. Government. In this course we demystify the rules and requirements around timekeeping with an emphasis on explaining why timekeeping controls are not only necessary, but important for protection of both the employee and the company. This course addresses both critical controls around timekeeping, as well as the individual liability for employees charging time to U.S. Government contracts where their timesheet forms the basis of a claim as part of the invoicing process. At the completion of the course, attendees will have a greater understanding of required timekeeping controls and the employee’s role in ensuring compliance with U.S. Government contracts.

The Defense Contract Audit Agency (DCAA) utilizes labor floorcheck audits as part of their real-time testing of employee labor controls. The floorcheck process is often overwhelming for employees because interacting with government auditors is not a routine occurrence for personnel outside of a company’s accounting or compliance areas. This course provides an overview of the DCAA Labor Floorcheck process from an employee perspective and offers interactive scenarios covering the questions asked of employees by DCAA. 

Narration is provided by a former DCAA auditor and explains the “why?” behind the questions asked by auditors. This knowledge is invaluable to both the employee and the company to ensure that employees are informed and prepared for DCAA Labor Floorchecks.

Federal agencies and courts regularly emphasize the importance, and in some instances, the requirement that employers provide harassment prevention training to all employees on a routine basis so that they understand their rights and responsibilities in the workplace. Indeed, employers have a duty to exercise reasonable care to prevent and promptly correct any sexually (or other illegal) harassing behavior. Per Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Act, government contractors have additional obligations to ensure their workplace is free of discrimination and harassment and practice affirmative action as related to individuals with disabilities and protected veterans. This course provides an overview of equal employment opportunity law, “protected classes”, what “harassment” in the workplace actually means, additional responsibilities for supervisors, and how to facilitate a workplace free of discrimination, harassment, and retaliation.

Narration is provided by a licensed attorney with experience defending employers, including government contractors, from claims of discrimination and harassment.

Government contractors have specific obligations to promote an organizational culture that encourages ethical conduct and a commitment to compliance with the law. FAR 52.203-13 provides that all contractors must have a written code of business ethics and conduct, and ensure that all employees are aware of their ethical obligations and how to report any concerns they have based upon a reasonable belief that violations or wrongdoing has occurred. This course provides an overview of government contractors’ ethics requirements, including identification of personal and organizational conflicts of interest and protection for whistleblowers.

A licensed attorney provides narration with experience creating ethics awareness programs for government contractors and investigating potential ethical violations.

Many federal contractors and all federal grantees are required by law to establish and maintain a drug-free workplace policy and awareness program pursuant to the Drug-Free Workplace Act of 1988. Failure to comply may result in penalties up to and possibly including suspension or termination of contracts or grants. This course provides an overview of the requirements of the Drug-Free Workplace Act including personal reporting obligations and the organization’s obligation to make reports to the contracting agency. Furthermore, the course addresses possible red flags that indicate someone has a problem with drugs and/or alcohol so the organization can promptly address issues to avoid safety risks, maintain a healthy workplace, and maximize productivity.

Human trafficking is a multibillion-dollar criminal industry that uses force, fraud, or coercion to exploit vulnerable people with the intent of obtaining forced labor or services, including sex. The U.S. Government condemns these practices and requires those who do business with them to take action to prevent, report, and remedy human trafficking in federal contracts. FAR Subpart 22.17 requires that clause 52.222-50, Combating Trafficking in Persons, be incorporated in all solicitations and contracts, and requires contractors and subcontractors to notify employees and agents of the U.S. Government of their policies prohibiting trafficking in persons, as well as the actions that will be taken against them for violations of such policies. This course provides an overview of the anti-human trafficking requirements for federal government contractor employees to ensure compliance with the FAR.

The public law at 10 USC 4701 and 41 USC 4712 requires contractors with federal government contracts and grants to notify its employees, at least annually, of their protection under the law. Employees have the right to report suspected fraud, waste, or abuse impacting the government contracts and grants they work on for the government. The law also protects employees from inappropriate employment actions by the employer resulting from such a report. Contracting officers are expected to confirm the contractor has made the required notification and, in some cases, has also required supporting documentation. This course explains employee whistleblower rights and protections, outlines the laws and contract clauses implementing the law, and examines the specific parts of the law.

This course provides an overview of Cost Accounting Standards (CAS). When contractors receive their first contract subject to modified or full CAS, understanding the requirements can be overwhelming. In this course, we discuss the history of CAS, the differences between modified and full CAS, and the exemptions from CAS. The course briefly discusses each of the 19 CAS standards in 48 Code of Federal Regulations 9904, when they are applicable to a contract, and their interrelationship with FAR Part 31. We explain what a disclosure statement is, when it is required, the information included, the requirements for each reporting unit, and the adequacy and compliance review process by the government. Finally, the course walks through CAS administration in FAR Part 30, discusses the types of accounting practice changes, notification requirements to the government, noncompliance, identifying the universe of CAS-covered contracts, and cost impacts.

This course discusses provisional billing rates and their importance. FAR 42.704 Billing Rates addresses the government’s regulation on establishing provisional billing rates. Provisional billing rates are used to bill indirect costs on vouchers for cost-type contracts, the materials portion of T&M contracts, and progress payment requests on fixed price contracts. Contractors should be proactive and submit proposed provisional indirect rate information to the government prior to the beginning of the calendar or fiscal year. If the contractor is negligent and does not submit provisional rate information for acceptance, the government can unilaterally establish the provisional billing rates for a contractor. This course also addresses some of the information that may be submitted or requested by the government when establishing provisional billing rates as well as the need for contractors to monitor indirect rates on a regular basis and update them, if necessary.

When awarded a federal government contract, contractors face extensive oversight and compliance scrutiny. This course equips both new and experienced contractors with essential knowledge on contract oversight, including audits and reviews. Participants will learn about the types of auditors and reviews they might encounter, the types of audits and reviews that may be conducted, and the support required for each. The course also covers what contractors can expect during and after an audit, and the potential impact of the audit on their operations.

This course module provides an introductory foundation for participants to understand the FAR Part 31 total cost principles to include segregation of cost by contract, direct cost charging, indirect cost groupings and proper allocation bases, identifying unallowable costs, and properly documenting expenses. Examples of these costs include direct and indirect expenses. This module also introduces typical indirect cost pools and allocation bases and provides an explanation of indirect rates.

This Export Compliance Management course covers introductory training that is intended for both novice and experienced export compliance professionals with an overview on complying with United States export regulations. Export Control Laws are a set of federal regulations that restrict the release of certain items, information, and software to foreign nationals in the United States and abroad. This course covers the International Traffic in Arms Regulations (ITAR), The Export Administration Regulations (EAR), and the Office of Foreign Asset Control (OFAC).  

The U.S. Department of State Directorate of Defense Trade Controls administers ITAR which covers items, services, and technology with explicit military/defense applications. Examples of items controlled under ITAR: satellite technology, some unmanned aerial vehicles, global positioning systems, chemicals, night vision technology, navigation systems, sonar and radar systems, military electronics and software. The U.S. Department of Commerce Bureau of Industry and Security administers the EAR and establishes controls over “dual-use” items, services, and technologies that have both civilian and military purposes. Examples of items controlled under EAR: lasers, infectious agents, computers, encryption technology, sensors, navigation and avionics, propulsion systems, toxins, chemicals, certain materials for the manufacture of controlled goods, and telecommunications equipment. The U.S. Department of the Treasury administers OFAC and oversees foreign trade embargoes and economic sanctions. 

This CPSR course module provides an overview of a contractor purchasing system review. The course goes over the purchasing system in general, the different agencies that perform CPSR reviews, when a CPSR review is required, the scope of the review, and the different criteria that are addressed during the review. The course also covers the CPSR review process and what to expect from the entrance conference to the report. While other agencies can perform a CPSR review, this course will concentrate solely on DCMA’s review process.

This CPSR course module goes over the DFARS CPSR requirements for consent to subcontract, when it is required, the information to provide to the contracting officer for approval, and the documentation needed for the purchase order file. The course also covers what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files.

This CPSR course module provides an overview of the DFARS CPSR requirements for protecting the government’s interest when subcontracting with contractors debarred, suspended, or proposed for debarment, otherwise known as debarment. The course goes over the requirements for checking debarment and the steps performed to confirm the subcontractor is not debarred. The course also covers what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files.

This CPSR course module provides an overview of the purchasing system expectations, procurement process, the regulatory expectation for competition, different types of procurements, and the regulatory basis for sole source.  The course goes over the impacts of using competition and sole source in the procurement process, the expectation for well-documented sole source justifications, and the importance of market research in sole source justifications and the procurement process. The course also covers DCMA's perspective in evaluating sole source justifications.

This CPSR course module provides an overview of the DFARS CPSR requirements for the Federal Funding Accountability and Transparency Act (FFATA). The course goes over the reporting of executive compensation and first-tier reporting. The course also covers the requirements under FFATA and what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files.

This CPSR course module provides an overview of the DFARS CPSR requirements on flowdowns and what a flowdown is. The course goes over the mandatory and non-mandatory flowdown clauses and other clauses that DCMA checks for. The course also covers what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files.

This CPSR course module provides an overview of the DFARS CPSR requirements for purchase requisitions. The course goes over what information is normally included in purchase requisitions. The course also covers what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files related to purchase requisitions.

This CPSR course module goes over the DFARS CPSR Requirements for negotiations, contracting by negotiation, and negotiation documentation for purchases by threshold. The course also covers what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files related to negotiation documentation. 

This CPSR course module provides an overview of the DFARS CPSR requirements for the Truthful Cost or Pricing Data Act (formerly the Truth in Negotiations Act or TINA). The course goes over the definition of TINA and cost or pricing data, the applicability of TINA, and the requirements and flowdown clauses. The course also covers what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files for compliance with TINA.

This CPSR course module provides an overview of the DFARS CPSR requirements for cost and price analysis. The course goes over the definition of cost analysis and price analysis, when a cost or price analysis should be conducted, cost analysis techniques, and price analysis techniques. The course also covers what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files related to cost and price analysis.

This CPSR course module provides an overview of the DFARS CPSR requirements for commercial determinations. The course goes over when a commercial determination is required, the benefits of commercial products and services, and criteria in a well-written commercial determination. The course also covers what DCMA CPSR reviewers look for in the policies and procedures and in the purchasing files.